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Flow of my Presentation• Vision• Focuses• Realities• Action Plan• Milestone• Proposed LC Structures• Ultimate Goal/Effects
Create presence through collaborations & projects
Increase product delivery speed through synergies
Improve pipeline sustainability through I.M
Define member’s learning plan
Partnership, path to successful exchange management
Fortify financial stability
Justification• Members’ learning plan: Learning & growth
perspective covers the intangible drivers of future success such as human capital, organisational capital and information capital
• Presence: collaboration with other events/activities/org., open events, impact-lasting projects [PM], virtual outreach [COMM] & media
• Synergy: See Proposed Structures. Synergy for EwA, TMP, TLP, GCDP, GIP & LLC
• Strong financial reserves: Through exchange numbers. Tools: “AIESEC Programmes for ALL” strategy, “1 M, 1 EP” campaign, Alumni,
• IM: represents the synergy between FA to the rest of the departments. Knowledge management = good pipeline
• Partnership = securing exchange opportunities (See “AIESEC Experience Programmes for ALL” [OGX, NCR] strategy & Sales Cultures [CR] )
Kay-Poh, “My-”, Square Dance, Roll Call culture
Mark-Your-Calendar Habit & Punctuality
Read up at least a self-help book
Weekly VP Meeting (WVPM)
IM: Documentation , File Naming Protocl & SOP
Wednesday Dailies (WD)
Something more about…• Taking leverage on the existing “kay-poh”
culture to instill sense of competitiveness by displaying departmental achievements/progress during Episodes
• WD includes excerpt(s) from EB• “My-” culture attempts to instill sense of
belonging
Information Management (I.M)
Documentation
Lesson Learnt
GCP & SOP Case Studies
Track & Review
Effective meeting minutes Google Doc./software
Task Delegation
Knowledge Transfer/Training
Hand-outs Simulation
FA, Syn
Member Life-CycleRD &
Allocation
Orientation & Team Building
Training & Development
Review & Appraisal
EwA starts from here.
Member’s Learning Plan
Individual Discovery & Reflection: MLP• Self-learning, understanding yourself, your personal direction,
challenging personal perspectives. TM helps to devise personal learning plan. Mobilization of internal talents is encouraged.
Team Experiences: Functional Areas• Learning how to work and operate in a team, learning how you
work in a team, team management and development.
Learning Circles: Episodes, OPS, Y2B etc• Facilitated unstructured conversations formed by individuals who
share a common interest in gaining experience, knowledge and networks in a common topic. They are to build understanding of the external environment, so topics cannot include AIESEC.
Conferences & Seminars: MyLDS, LLDS• Events where delegates are invited to sit down and learn about
the topic it is focused on from facilitators and speakers either in AIESEC or externally.
Mentorship: Performance-Coaching and other• One-on-one relationship between two people, such as EB and
Team Member, meeting each other up twice a month to build self-awareness, provide guidance on personal direction and challenge perspective.
Virtual Spaces• The BOOK, Information Management (Data Pool), respective
functional virtual group, Google doc, myaiesec.net and OTHERS
Decision-Making Process• Why? In a volunteering org., decision must be
processed wisely or else do not touch about leadership
• How?• Other Analysis: Business Generation Model,
SWOT Analysis
Educational Episodes• ER: Securing Learning partner/inviting Alumni
(a way engage with Alumni)• COMM: Make this an open event• TM: Ensure the contents align with the
members’ learning interests
Firing Mechanism• Why? Less highly involved volunteers
undermining the morale of other volunteers• How?
Expectation Setting Investigation Documentation Exit
Interview Follow-up
“AIESEC XP FOR ALL” Strategy• A partnership management approach to boost
number and improve customer service/customer relationship
Synergy Structure• Phase EwA: PM-TM-OGX-COMM• Phase GCDP (outgoing): OGX-COMM-TM• Phase GIP (outgoing): OGX-COMM-TM• Phase GCDP (incoming): NCR-COMM-PM• Phase GIP (incoming): CR-ER-COMM• Phase TMP: OGX-TM-COMM• Phase TLP: OGX-TM-COMM• Phase LLC: ER-TM-COMM
COMM Marketing plans
(Inputs from TM & OGX)
OGXOGX Planning
(Goals & Timeline)
TMTalent Planning
(# of Members & Timeline)
Discussion
Discussion
Discussion
Milestone• Quarter Review: Q4: July ’12 – Sept ’12Q3: Oct ’12 – Dec ’12Q2: Jan ’13 – March ’12Q1: April ’13 – June ’12
If the previous process that we are using is not yielding enough positive outcomes, then this signifies a change is required. KPI as a tool to tell.
LCP
ER
Strategic Initiative (e.g:
Y2B)
Business Development
MARKETING & COMM
Internal COMM
External COMM Creative Team
CR
Ultimate Goal/Effect• LC UM becomes TOP GUN for the term 12/13• Better Information Management which reinforces
transition pipeline sustainability management: Shorter learning curves
• LC UM is recognized as a personal development platform that caters to each unique AIESEC members: Members retention rate
• Widespread of presence of LC UM: Best COMM
Finding suitable KPI is the key =)• Multifactor Productivity = (Fee x no. of EP) /
(Transport + i-talk card + overhead)
• Power of Volunteer = Energy contributed Task Completion Time
Reference1. How to Fire Volunteers and Move On by Thomas
W. McKeehttp://
www.volunteerpower.com/articles/Firing.asp2. Singapore @ XP Synergy Booklet3. Brazil OGX Booklet4. LC Columbia (TM) official website